Training Needs Assessment: A Systematic Approach

Joan Strohauer Department of Education

Remember, training is not what is ultimately important performance is.

Marc Rosenberg

Did you know...

Not more than 6-10 % of expenditures in training actually result in transfer to the job.
Broad and Newstrom

Key Skill

Asking questions Asking the RIGHT questions!

???

In the Real World

You cannot afford to not do a frontend analysis Something is better than nothing Do the best you can Need to have a theoretical base Key skill: Focus your questions

Needs Assessment Definition

A needs assessment is the process of identifying performance requirements and the "gap" between what performance is required and what presently exists.

Macro vs. Micro

Macro aligned with strategic goals three levels Micro initiated by performance problems or change organizational assessment done to clarify problem, occupational determine if training individual is the solution, analyze performance, and characteristics of trainees

Instructional Design Process

ANALYZE DESIGN

DEVELOP

IMPLEMENT

EVALUATE

Why ISD?

On the job performance

GAP

Classroom or other type of training or intervention

Analyze
What is the problem? Is it a training problem? What skills and knowledge should be included in the training program? Who needs to be trained? Problem Analysis
Performance Analysis Task/Competency Analysis Learner Analysis

What is Problem and Performance Analysis?

Clearly defining the problem or opportunity A formal procedure used to analyze defined needs to determine their causes and identify appropriate solutions.

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P. 32

Robert Mager
1. Define the problem? 2. Determine the importance Is it worth solving? 3. Determine the cause(s) 4. Identify training vs. non-training solutions 5. Select the best (most cost-effective) solutions

P. 31

Step 1: Define the problem

Describe Discrepancy
DESIRED PERFORMANCE (Optimals) - ACTUAL PERFORMANCE (Actuals)

= POSSIBLE TRAINING NEED

P. 34

Step 2: Is it important?
Why is it important? What if you did nothing? How big is it? (Quantify if possible) Who cares? Is the cost of the discrepancy high enough that it seems worth pursuing a solution?

If the answer is no..

IGNORE

REJOICE

Step 3: Determine Cause(s)

Is it a problem of skill or a problem of will?
I dont I dont wanna! wanna!

I dont know how.

Yes, it is a skill deficiency

Arrange Formal Training
no Used to do it?

yes
Arrange Practice no Used often? yes

Arrange Feedback

Other questions
Change the Job
Arrange onthe-job training Simpler way?

Transfer or terminate

Potential ?

If a skill deficiency..
Provide training Provide practice Provide feedback Simplify the task Develop a job aid OJT Transfer Terminate

P. 37

Yes, it is a problem of will...

Performance punishing?

Remove Punishment

Non-performance rewarded?

Arrange Positive Consequences Arrange consequences

Does performance matter?

And one last question...

Obstacles?

Remove

Obstacles

Step 4: To train or not to train?

First determine cause(s) Only then look at possible solutions Seek integrated solution systems that get to the root of the problem
Calculate cost Select best solution(s)

P. 39

Implement

To solve a performance issue

Training may not be the answer Training may not be the only answer

P. 39

Cause
If If If If If If

Solution

skill or knowledge.training lack feedback..feedback, standards not motivated.rewards, consequences unclear expectations..std, measure, discuss job environmentchange environment potentialchange personnel

P. 40

If training is the answer.

Formal training Self study Technology based Job related/workplace approaches

Outcomes of Problem and Performance Analysis

More complete picture of problem Is it training? Is it training plus Make solid recommendations If is training or job aid.on to task or competency analysis!

P. 42

Task/Competency Analysis What do learners need to learn?

Task Analysis For more skill oriented jobs When need consistent set of training requirements
Competency Analysis Soft skills training such as mgmt, supervision Professional jobs Career pathing Leadership development

Steps in Task Analysis

Break job into major functions Break functions into major tasks Break tasks into steps Identify training outcomes

Task Analysis Interviews

Managers Best performers Job incumbents Subject matter experts

Competency Analysis
What are competencies?
Enduring characteristics of a person that result in superior on-the-job performance Areas of personal capability that enable employees to successfully perform their jobs by achieving outcomes or successfully performing tasks

What is a competency model?

Identifies the competencies necessary for each job as well as the knowledge, skills, behavior, and personality characteristics underlying each competency.

What do you want to know?

General characteristics Specific knowledge and skill Learning styles Special needs

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Information is Used in Three Important Ways

To help determine where to begin the content of the training program To determine how to present the content To get buy-in

Methods for collecting data

Data gathering is cornerstone of any needs assessment project Can be time consuming

Data Collection Methods

Interviews Surveys/ Questionnaires Focus Groups Observation Existing Data

Final Exam
Why do we bother with needs analysis? Where does TNA fit in the ISD process? T or F: Training is the solution to most performance problems. What are at least 4 methods of collecting data? What is the key skill one must use in conducting an effective needs analysis?

If you think training is expensive,try ignorance.

Thank You!